STUDY OF THE MAIN PSYCHOLOGICAL FACTORS INFLUENCING THE EFFICIENCY OF THE JOINT ACTIVITIES OF THE WORK COLLECTIVE

Yarovaya Marina Yurievna
Moscow State Regional University
Bachelor of Psychology

annotation
The article discusses the main psychological factors that somehow affect the effectiveness joint activities a team. In this regard, studies are being studied on the problem of joint activities; the characteristic of the subject of joint activity is given; describes the main properties of the subject of joint activity; the key factors affecting the effectiveness of joint activities are identified.

THE RESEARCH OF THE KEY PSYCHOLOGICAL FACTORS THAT INFLUENCE THE EFFICIENCY OF STAFF GROUP PRACTICE

Yarovaya Marina Yurevna
Moscow State Regional University
bachelor of psychology

Abstract
The article discusses the main psychological factors that anyway affect the efficiency of group practice in the team. In this regard, the researches covering the issues of group practice are being studied; the subject of the group practice is defined; the main features of the group practice subject are described; the key factors affecting the efficiency of group practice are determined.

Bibliographic link to the article:
Yarovaya M.Yu. Study of the main psychological factors influencing the effectiveness of the joint activities of the labor collective // ​​Humanitarian scientific research. 2016. No. 12 [Electronic resource]..03.2019).

In the early 1960s, many psychological studies were carried out in Russia to study joint activities, which made a great contribution to the education, formation and development of collective labor psychology. This problem different scientists formulated in their own way, but all statements were interconnected by the following terms: “group activity”, “group activity”, “group interaction”, “collective activity”, “joint activity”, “joint activity”, etc. . To this day, despite the differences in formulations, the problem of joint activity is at the center of attention of labor and management psychologists, social and organizational psychologists.

IN modern world for domestic production aimed at improving the economic well-being of people, the main social problem is to build an effective incentive system that would motivate employees to fruitful joint work and achieve goals, taking into account the significance of psychological factors.

This problem was studied by specialists in the field of engineering psychology and labor psychology (F. D. Gorbov and M. A. Novikov); social psychologists (B. G. Ananyeva and E. S. Kuzmina), N. V. Golubeva, H. N. Obozov, A. A. Rusalinova, A. L. Sventsitsky, E. S. Chugunova and others, whose the goal was to optimize interpersonal relationships and increase the effectiveness of joint labor activity teams.

In the 1970s, psychological phenomena in groups performing joint work were intensively studied: organization (A. S. Chernyshev), their emotional and psychological states (A. N. Lutoshkin), group willpower (L. I. Akatov), ​​motivation group activity (E. I. Timoshchuk), harmony (N. N. Obozov), etc., which could have an impact on the effectiveness of activity.

Of course, some phenomena and problems of joint activities at enterprises were considered in the social psychology of labor groups and collectives, and were also covered in the study of the socio-psychological climate, leadership qualities, leadership style, etc. However, only in the 1980s did joint activities begin acquire the status of a separate subject of scientific research.

Based on the analysis of experimental and theoretical research we have a number of ideas about the subject of joint activity:

• the subject is an individual (in this case, the activity is individual, and the subject is each participant separately, which implies the achievement of a result by only one of the participants);
• the subject is a set of individuals who solve (by the definition of L. I. Umansky) one “common” task in “one space at the same time” .

In the studies of R. L. Krichevsky key feature the subject of joint activity is the goal of collective interaction of the group, which depends on the motive of the participants' activities.

According to A. L. Zhuravlev, the main characteristics of the subject of joint activity are “purposefulness, motivation, level of integrity, structuredness, consistency, organization, effectiveness, spatial and temporal features of the living conditions of the collective subject” .

As we can see, the definition of the subject is based on the structural components and individual features of the activity itself.

So, let's highlight the fundamental properties of the subject of joint activity, interconnected:

a) purposefulness;

b) motivation;

c) integrity:

Frequency and intensity of contacts;

The level of functional interconnectedness;

d) structuring (consists in a clear distribution of the main functions and responsibilities;

e) consistency in actions;

e) organization.

Defining interaction as “a system of actions in which the actions of one person or group of persons determine certain actions of others, and the actions of the latter, in turn, determine the actions of the first”, A. L. Zhuravlev notes that “the structure of joint activity is actually formed, functions and develops precisely through the interaction between its individual participants.

Joint activities require high level group cohesion and value-oriented unity of the participants. Personnel can more or less effectively go to the implementation of the tasks, depending on the following factors.

Band size. According to Ralph K. Davis, the ideal group size should be between 3-9 people. His opinion is shared by Keith Davis, who believes that the optimal number of group members should be 5 people. There is an opinion that a group of 5-9 people is more cohesive and operational, while in a group of less than five participants, creativity is noticeably reduced. This is influenced by a smaller number of ideas put forward for discussion, as well as a large number of refusals of risky decisions in order to avoid personalized responsibility. Large groups (more than 9 participants) also have their own difficulties, as these groups are difficult to coordinate, and its members often have difficulty in expressing their ideas in front of the rest.

Team composition(here we consider the similarity of personalities, points of view, approaches, manifested in solving problems). Based on the research of scientists, it can be concluded that in a group consisting of individuals who are not similar to each other, the effectiveness of joint activities will be much higher compared to a group of people where similar points of view on different situations prevail. According to O. Miner, groups with different points of view develop more high-quality solutions.

Group norms, as we know, include rules developed and approved by the working group that govern the relationship between all stakeholders in work collective. Norms tell the team what discipline should be. And only the fulfillment of all approved norms allows each participant to be part of the team, counting on its recognition and support.

Group cohesion represents a certain degree of unity of its subjects, consistency in actions in the performance of joint activities and the stability of relationships. In teams where trusting relationships predominate, there are no problems in communication between people, high rates of group labor productivity are observed, and the effectiveness of the activity itself also increases. But there may be a situation where a high degree of cohesion negatively affects the productivity of the entire enterprise. This happens when the goals of the group and the entire organization do not agree.

Group conflict. The presence of dissimilar people in a group helps to increase the efficiency of its work as a whole. But while active exchange of opinions is very helpful, it can also lead to intra-group disputes and other manifestations of conflict, which are always detrimental.

Status of group members indicates the position of each subject of the group relative to its other participants, as well as its role in the system of interpersonal relations. The rise and fall of status can be influenced by such factors as position, level of education, experience, length of service, and others, depending on the values ​​and norms of the group. Not least important is the fact that those participants whose status is high have a greater influence on the final decisions in the group. But one should take into account the fact that often "newcomers" bring such interesting, extraordinary ideas that turn out to be more useful and effective for the organization. In this regard, it is extremely important for the management of the organization to create such a climate in which each member of the group would express his opinion on any proposed situation, regardless of his status in the team.

Roles of group members. In order for a group to operate effectively, all of its subjects must work to achieve common goals. There are two main directions of roles for creating a normally working group: target (to be able to select group tasks and perform them); supporting (contribute to the revitalization of the life and activities of the team).

Of course, each employee of the working team makes a certain contribution to the achievement of the organizational goal in two main areas: performs its professional (target) role; as well as intra-group (public) role.

Consequently, the effectiveness of joint activities directly depends on how correctly the working group accepts its knowledge, skills in target and intra-group roles, based on organizational goals and objectives.

Personal health, its ability to work, internal emotional state is largely determined by a combination of socio-psychological factors that determine the characteristics of the flow of all aspects of an individual's life, social group, society.

Approaches to understanding socio-psychological factors

Definition 1

In the most general view socio-psychological factors are understood as the sources of formation of a culture of behavior of an individual, latent cultural, social variables that determine the mental make-up of an individual in a society at a particular stage of its historical development.

In modern scientific literature, socio-psychological factors include multiple personal and social characteristics, including gender, age, marital status, psychological, emotional-volitional, environmental, and other features.

Approaches to the classification of socio-psychological factors

The whole set of socio-psychological factors is represented by several groups of conditions, including the following:

1. External factors - form the social situation in society, in a particular professional sector, institution or organization.
2. Internal, personal factors. This group includes personality traits, the nature of its interaction with the surrounding social and natural environment, behavioral features, emotional-volitional, motivational spheres, etc.

In its turn, external factors represented by the following groups:

• factors of the national level - have a huge impact on the life of the individual. A separate individual has practically no effect on this group of factors;
• industry factors - at this level, a person acquires more opportunities to reduce negative impact negative factors, their management;
• organizational factors - the conditions for the functioning of a separate social institution, organizations.

Personal maturity as a personal socio-psychological factor

One of the most important socio-psychological factors that determine the features of the implementation of academic, social, professional activity is the criterion of maturity. Achieving the emotional, professional, social maturity of the individual requires not only a long time, but also the work of the individual on himself.

The understanding of maturity as a socio-psychological factor is based on the individual's awareness and perception of the system of values, stereotypes accepted in society, as well as conscious adherence to them, full functioning in society.

Social maturity is reflected in the awareness of one's role load, the ability and need to manifest one's own social activity in the hypostases of "I and society", "I am in society".

Professional maturity in modern scientific literature is understood as awareness of the choice of the sphere of professional activity, the ability to plan one's own professional life, the ability to make responsible decisions.

Emotional maturity as a socio-psychological factor is reflected in life optimism, positive emotional mood, tolerance for failures, balance, stability of the emotional sphere.

The decisive feature of all types of maturity is the aesthetic, moral, intellectual, conscious attitude of the individual to life, to himself, the ability to be responsible for the content of his own life in front of himself and others.

Remark 1

Thus, the characteristics of the life of an individual, a social group, and society as a whole largely depend on a combination of positive and negative socio-psychological factors.

The effectiveness of group activity is how well the group copes with the tasks assigned to it. Usually the effectiveness of a group is compared with the success of the same number of people. individual people and consider that the group works effectively if the results of its activities exceed the combined (summed up) results of the activities of the same number of people acting independently of each other.

Studying small groups, psychologists have repeatedly been convinced that the knowledge of the patterns of interaction and relationships between people in them makes it possible to increase the effectiveness of group work. Almost all the characteristics of the group we have considered - size, communication channels, composition, interpersonal relationships, leadership style, and others - are important for successful group work. It is appropriate now to pose and discuss the following questions.

• 1. Is the influence of each of the above factors on the effectiveness of group activity the same?
• 2. What are the links between each of them and the success of group work?
• 3. Are these connections unambiguous, or can they be different in different situations and conditions of group work?

In search of answers to these questions, all previously considered socio-psychological characteristics of the group can be divided into two classes: formal, describing the structure of the group, ways of organizing joint activities and communication of people, and meaningful, directly reflecting the relationship of people in this group, that is, its social psychology. .

The formal characteristics of the group include the number of members in this group, its composition, communication channels, features of the group task, the distribution of responsibilities between group members; content - interpersonal relationships, norms, value orientations, roles, statuses, leadership.

The question of what to give preference to when studying the effectiveness of group activity - its formal or substantive characteristics - is quite complex and is solved ambiguously. The psychological characteristics of the group directly affect its work, but they are not easy to change, and besides, they depend on the formal properties of the group, for example, on its composition. The formal aspects of group work, on the contrary, are easier to manage, but they only indirectly affect the success of group activity - through the psychology of its constituent individuals. Therefore, it is important, among other things, to find an answer to the question of how the formal and content characteristics of the group are interconnected in their joint influence on the effectiveness of group activity.

You can line up various factors that affect the success of group activities, according to their importance or logical priority. Let's try to do it.

From the formal and substantive characteristics of the group (in terms of their joint influence on the success of the group), the first place can be put on the substantive, and not all, but only those that characterize the group as a developed team. Following them should, apparently, be placed the formal and general meaningful characteristics of the group (Fig. 2).

Considering the question of the signs of the effectiveness of group work, social psychologists offer the following solution. There are three main criteria for the effectiveness of the group: productivity, quality of work and the positive impact of the group.

Rice. 2.

on an individual. The first two criteria reflect the special tasks facing the groups and associated with its work, and the third is general social. It implements positive socio-psychological functions associated with the socialization of the individual through small groups.

Let us consider separately what influence its formal (structural) and substantive (psychological) features can have on the success of group activity.

It has been established that the size of the group does not have a direct and unambiguous impact on the success of its activities. However, increasing or decreasing the number of members, depending on the task of the group, its structure and relationships, can affect the results of the work.

The psychological consequences of increasing or decreasing the number of group members are different, they can be both positive and negative. Those and others for comparison are presented in table. 1.

Table 1. Consequences of increasing or decreasing the number of group members

Positive	Negative
1. With the increase in the group, more people with a pronounced individuality appear in it. It creates favorable conditions for a deep and versatile discussion of various issues	1. With an increase in the number of members of a group, its cohesion may decrease, and the probability of the group breaking up into smaller groups may increase. This significantly reduces the cohesion of the group and makes it difficult to achieve unity on the issues discussed.
2. The larger the group in size, the easier it is for the sake of the cause to distribute duties in it among individual members in accordance with their capabilities and abilities.	2. It is difficult to manage a large group, much more difficult than a small one, it is not easy to organize the interaction of its members, to establish normal business and personal relationships between them.
3. A large group can collect and process a greater amount of diverse information in the same time.	3. Growth in the size of the group can lead to an increase in differences of opinion and to an aggravation of the relationship between group members.
4. In a large group, the number of people who can participate in the development and adoption of decisions, weighing and evaluating their positive and negative consequences increases.	4. With the increase in the group, the status and authority of some of its members grows, while others decrease, increasing the psychological distance between the members of the group. Opportunities for the development and use of their abilities, satisfaction. needs for communication, self-expression, recognition among some members of the group increase, while others, on the contrary, decrease, which creates unfavorable conditions for the development of each individual
5. As the size of the group grows, its "talent resource" usually increases. This increases the likelihood of making optimal decisions. For problems that have many alternative solutions, this circumstance seems to be significant.	5. With an increase in the group, the average contribution of each participant to the results of joint activities decreases

To the success of the group's work in to no small extent affected by the task before it. It should be noted that the group task determines the structure of interaction between group members in the process of their joint work, and this structure, in turn, affects the results of group work.

Composition, that is, the individual composition of the group, determined by psychological features its members, affects the life of the group in the same way as its size and tasks to be solved - through a system of relationships and interactions that characterize the level of socio-psychological development of the group as a team. With the same composition, the group can be psychologically compatible and incompatible, efficient and unworkable, cohesive and divided.

Highly developed groups with a heterogeneous composition - with significant individual psychological differences among group members - are better than homogeneous ones in coping with complex problems and tasks. Due to differences in experience, approaches to solving problems, points of view, thinking, perception, memory, imagination, etc., their participants approach the same problems from different angles. As a result, the number of ideas, options for proposed solutions increases and, consequently, the probability of an effective solution to the problem at hand increases. The heterogeneity of the composition of the group, if it is poorly developed, makes it difficult for mutual understanding and the development of a common position. Under such conditions, the heterogeneity of the composition of the group leads to contradictions and conflicts in the sphere of personal relationships. For the orderly activity of groups, it is advisable to divide them into subgroups in the process of work, consisting of people who are psychologically compatible with each other, to ensure coordination of actions and distribution of responsibilities (division of labor) between subgroups within this group.

The dependence of the success of the group's activity on the style of leadership is also directly related to the level of socio-psychological development. For a group approaching the level of collective development, having self-governing bodies, capable of self-organizing activities, collegial forms of leadership will be more effective, assuming a democratic, and in some situations even a liberal leadership style. In groups at the middle level of development, top scores will give a flexible leadership style that combines elements of directiveness, democracy and liberalism. In relatively underdeveloped groups that are not ready for independent work, incapable of self-organization and having complex, conflicting interpersonal relationships, a directive style of leadership with elements of democracy is preferable.

The directive style as a temporary measure can also be useful in medium-developed groups when they work in difficult situations: a new task, lack of time, unexpected and significant changes in the composition of the group, requiring a difficult and urgent redistribution of responsibilities, etc. It should, however, be remembered that too frequent, socio-psychologically unreasonable use of a directive or authoritarian style of leadership (leadership) in a group negatively affects the general mood of people, their interactions and relationships, and ultimately reduces the effectiveness of group work. This leadership style limits the independence of group members and is especially bad for solving creative problems that require independent thinking of each group member.

Of no small importance for the successful work of the group are the personal relationships that have developed in it. Mutual likes and dislikes, frequency of communication and emotional coloring interpersonal contacts, other forms of relationships can affect the effectiveness of group work in different ways. Good emotional-interpersonal relationships between group members most often contribute to their successful teamwork.

However, in groups different levels socio-psychological maturity, these relationships manifest themselves in different ways. With comparatively simple tasks, which have become habitual for group members, do not require significant joint efforts from them, do not cause them physical fatigue and emotional tension, personal relationships do not significantly affect the results of group work. If the group faces unusual things that require complex, coordinated, coordinated actions, great efforts, giving rise to increased emotional tension (especially a stressful situation), then groups that are more developed socio-psychologically will show themselves better in such work.

The success of the work of the group also depends on the form of organization of its activities. There are several such forms of organization: collective-cooperative, organized on the basis of interaction and interdependence of group members in work; individual, based on the independent work of each; coordinated, in which everyone works independently, but correlates the process and results of their work with the activities of the other members of the group.

The choice of one or another form of organization of joint labor is determined by two factors: the task facing the group, and the level of its socio-psychological maturity. In most cases, with the exception of some types of complex creative work, preference is given to the collective-cooperative form of organizing joint activities. It has the maximum effect, best mobilizes the intellectual, emotional and physical resources of the group members, improves the ability to perceive, process information and make optimal decisions. The same form of organization of work is better than others in preventing erroneous decisions. With complex creative work it is preferable to use individual and coordinated forms of organizing joint activities, sometimes combined with a collective-cooperative form of labor organization, for example, when using the brainstorming technique in group work, which will be discussed later.

Nadezhda Suvorova

Every day we are psychologically affected. Sometimes it's annoying, and sometimes we don't even know we're being manipulated. Psychological influence is a powerful tool in capable hands. To master the techniques, you need to thoroughly study the characteristics of the individual and possible ways influence on people's minds.

What types of influence are there and how to protect yourself from the influence of others, we will talk in this article.

The concept of psychological impact

It is a complex and multifaceted term. In short, the psychological impact is the manipulation of the human subconscious, which occurs contrary to common sense. allow you to control human behavior.

At the dawn of civilization, shamans and tribal leaders possessed the skills of psychological influence. They used primitive methods: body language, intonations of the voice, rituals and potions that cloud the mind.

With the development of science and technology, there are so many ways to manipulate the subconscious that each of us uses them daily and does not suspect it.

The purpose of the psychological impact

Regardless of the object (one person or group), there is a specific goal of psychological impact behind the process:

Using other people to meet personal needs.
Gaining prestige in the group.
Creation of the framework and standards of society.
Finding a sense of significance.
proof of its existence.

Most attempts at manipulation have selfish goals. We see a person who is emotionally weaker than us, and we strive to subdue him. One needs to be listened to, the other needs to carry out instructions for him. These are the goals that we achieve through psychological influence.

Some use this skill for good purposes, others are driven by selfishness. But in the first and second cases, the true goal is to prove one's own importance to society and to establish the fact of one's existence. Psychology does not divide motives into good and bad; it studies methods and methods of influence, discovering new facts.

A skillful master is difficult to figure out, especially if he acts on you and your environment. It is easier to convince several people in practice than one. This is due to the herd mentality and the development of the media. We blindly believe what we are told on TV.

Methods of psychological influence

Diverse. Politicians and dictators are fluent in each of them:

Belief. Impact with arguments.
Self-promotion. Demonstration of one's advantages over other people in order to gain the trust of others.
Suggestion. Impact without arguments.
Infection. Transferring your feelings and emotions to other people.
Arousing the desire to imitate. Through words and actions, awaken people to imitate you.
Call for favor. Belief in your good intentions and goals.
Request. Expressing your desires and asking for their satisfaction.
Compulsion. Pressure and intimidation with threats.
destructive criticism. Suppression of a person's personality, ridicule and insult of a person.
Manipulation. Indirect awakening to action or judgment.

The types of psychological influence have similar and different features, some are suitable for achieving a quick result, others for influencing a person over a long time.

Tools of psychological influence

It's one thing when a person is nearby and you can convince him with words, looks, movements, intonation. But what if the goal is the consciousness of an audience of people located in different cities and even countries.

To do this, psychological tools are used:

Military funds.
Trade and financial sanctions.
political means.
Fine and.
MASS MEDIA.
Internet.

Managing the masses with these tools leads to stunning results. We are used to believing what we read on the Internet and see on TV, and it would never occur to us that this is another way of psychological influence. Let's take as an example the canons of beauty that were 50 years ago and that exist now. Both were dictated by fashion with the help of the media in order to sell their products.

Belief

This method has three components: thesis, arguments and demonstration. First, you formulate a specific position - this is a thesis, then you form arguments, and at the end, with the help of a demonstration, you convince the target audience.

The method is very effective if you know the secrets of persuasion:

terms and arguments should be extremely simple and understandable;
use only those facts in the veracity of which you are sure;
take into account the personality of the interlocutor;
conduct a conversation without discussing other people;
your speech should be simple, without complex epithets and winged expressions.

Much of the success depends on the arguments you present. Those arguments that are supported by well-known facts, relate specifically to the topic of the conversation, are interesting to the interlocutor and have not lost their relevance, have the effect.

Suggestion

This method has no arguments and facts. It affects the individual in a different way. With it, you can impose your opinion on a person and force him to act in your interests.

Suggestion is direct and indirect. In the first case, you directly express your point of view and expect obedience. This method is used by parents, educators, teachers. In the second case, techniques are chosen that unobtrusively push for action. This method is used by the advertisers.

The following factors influence the effectiveness of suggestion:

the age of the person or target audience;
state (fatigue, fatigue);
your authority;
the type of personality of the person who is psychologically affected.

Infection

This is the third main method of influencing the personality. It is aimed at a mass of people, and not at one individual. Religious sects and fan clubs are a striking example of the psychological impact through infection.

The fact that there is a method of infection, people knew at the dawn of a civilized society, when mass ceremonies were held around an idol or altar with ritual dances and entering a trance.

Today, this method is widely studied. It is better known as mass psychology or crowd phenomenon. A rare person will be able to resist the general impulse and go against the crowd.

Infection can be identified by the following signs:

turning off consciousness;
transition to a state of unconsciousness;
direction of thoughts and feelings in one direction;
the desire to implement ideas into reality right here and now;
loss of personality;
disable logic;
unwillingness to be responsible for their actions.

Persuasion, suggestion and infection are the "three pillars" on which the psychological impact is based. But other methods are also popular among those who wish to control the behavior and mind of people.

Methods of protection against psychological influence

Today, each of us has access to information about methods psychological influence how to master them, therefore, suggestible people often have to be a puppet in someone's hands and fulfill his requests and wishes. In order not to find yourself in a similar situation, you should be able to resist manipulators and maintain a sober mind.

Methods of protection against psychological influence:

In any situation, you should analyze whether you need to obey the words of another person or not, what will be the benefit from this. In most cases, you will not be able to specifically answer the question why you do something. And this is the first sign that they want to influence you;
rational approach. If you are offered to perform specific actions, then offer your option, which will be more convenient for you. This will lead the manipulator into a stupor, and he will lose power over you;
faith in one's own righteousness. If someone else's opinion is trying to impose on you, do not blindly believe other people's words. It is better to analyze the arguments provided, compare with your own;
Change your behavior. Manipulators read information about your personality from the manner of communication and behavior. Enter such people into a dead end, trying on different roles;

distrust should become your habit. This is not about close people who wish you well. But if a stranger or work colleague suddenly begins to take an interest in you and impose his communication, beware and try to notice signs of a manipulator in his words and behavior;
review past mistakes. Focus on situations where you have been controlled. Think about how you allowed this and what to do so as not to repeat the sad experience;
ask for an explanation. If you are tempted to do something, ask lots of questions. The manipulator will give himself away if he tries to deceive you, to evade the answer;
do not do what is expected of you. Often, at the first meeting, we show ourselves better than we really are. Others take advantage of this situation, and you have to comply with their requests so as not to lose confidence. But you have the right to change and there is no need to act to the detriment of yourself and to please others;
do not test . This is a powerful incentive to get you to obey. Accept your mistakes and don't let others pressure you with memories of the past.

Psychological impact can work wonders: help loved ones, change them for the better. But greedy individuals use it for selfish purposes, so you should protect yourself and your family from negative influences.

February 17, 2014, 11:06 am

Cheat sheet on social psychology Cheldyshova Nadezhda Borisovna

54. Efficiency of group activity

Under the effectiveness of group activities both the productivity of labor in the group and the satisfaction of its members with joint activities are implied.

The effectiveness of group activity is influenced by both substantive (interpersonal relations, norms, value orientations, roles, statuses, internal attitudes, leadership) and formal characteristics of the group (the number of members in the group, its composition, communication channels, features of the group task associated with distribution of responsibilities among group members). The former describe the psychological states of people and directly affect the work of the group, however, they are difficult to change and depend on the formal characteristics of the group, for example, on its composition (composition). The formal characteristics of group work have only an indirect effect on group activity - through the psychology of the people who make it up, but they are easier to manage.

Criteria for the effectiveness of the group:

1) educational - includes knowledge of the subject, general education, culture of behavior;

2) professional - include professional qualifications, skill, creativity;

3) educational - include socio-political and moral consciousness and an active life position.

The levels of compliance of the group's activities with the requirements for it:

1) legal or regulatory level - this is the correspondence of the group, the results of its work mandatory requirements, which are presented to the group by law;

2) moral, or above-standard level - compliance with social expectations, expressed in the form of moral judgments and social ideals.

Factors affecting the effectiveness of group activities:

1) the size of the group has both a positive impact (the number of people with a pronounced individuality increases, the distribution of responsibilities is facilitated, the volume of information processing per unit of time increases, the number of talents and analysts increases), and a negative one (cohesion may decrease, distance and divergence of opinion may increase). between members of the group, which leads to an aggravation of relationships in the group, complicates the management and organization of interaction, the contribution of each member of the group is significantly reduced);

2) the nature and complexity of the task facing the group;

3) the composition or individual composition of the group - heterogeneous groups are better than homogeneous, cope with complex problems and tasks;

4) the development of the group (the presence of common goals, interests, cohesion). So, a low-developed group is able to solve only easy problems, groups of average development are able to solve difficult problems only if they are personally significant for each participant. The most complex problems can be solved only by highly developed groups;

5) leadership style is associated with the level of socio-psychological development of the group. For well-developed groups capable of self-organization, democratic and liberal leadership styles are more suitable. A flexible style of leadership, which combines elements of directiveness, democracy and liberalism, is more suitable for groups of an average level of development. In underdeveloped groups, a directive leadership style with elements of democracy is preferred;

6) the microclimate in the group, the compatibility of its members and their performance;

7) the form of organization of its activities:

a) collective-cooperative - close interaction and interdependence of group members in work;

b) individual - based on the independent work of each;

c) coordinated - everyone works independently, but in relation to the activities of the other members of the group.

This text is an introductory piece. From the book Social Psychology author Melnikova Nadezhda Anatolyevna

34. Study of criteria for the effectiveness of group activities When a small group is understood as a laboratory group, the effectiveness of its activities means the effectiveness of activities to complete a specific task. In these groups, there were General characteristics

From the book Psychology of Communication and Interpersonal Relations author Ilyin Evgeny Pavlovich

16.7. Sociability of the leader and the efficiency of the team According to A. L. Zhuravlev (1985), a very low degree of sociability (closedness) is not typical for leaders: only 6% of the leaders turned out to be closed. However, about a quarter of leaders

From the book NLP: Effective Presentation Skills author Dilts Robert

Operational efficiency and internal state The state of both the sender and receiver of messages affects the course of communication. The state acts, firstly, as a filter, and secondly, it introduces distortions into transmitted and received messages. Is there a way

From the book Pledge of the Possibility of Existence author Pokrass Mikhail Lvovich

NEEDS FOR WAYS OF ACTIVITY (IN SKILLS), NEEDS FOR ACTIVITY AND ACTIVE STATE (IN STRENGTH) The second direction in which the formation of acquired needs is carried out is the formation of needs for skills

From the book Psychoanalysis [Introduction to the Psychology of Unconscious Processes] author Kutter Peter

Factors affecting the indications for the use of group psychotherapy and its effectiveness Group psychotherapy is indicated when the conflicts resolved in it also initially arose in groups. Such conflicts are necessarily reactivated in the group situation, and

From the book Fundamentals of Psychology author Ovsyannikova Elena Alexandrovna

2.3. Activity. Activity structure. Activities Activity is the active interaction of a person with the environment in which he achieves a consciously set goal that has arisen as a result of the appearance of a certain need, motive. Motives and goals

From the book Cheat Sheet on General Psychology author Voytina Yulia Mikhailovna

32. MAIN ACTIVITIES. INTERIORIZATION AND EXTERIORIZATION OF ACTIVITY There are three main types of activity: play, learning, work. A specific feature of the game is that its goal is the game itself as an activity, and not those practical results

From the book Center of the Cyclone [Autobiography of Inner Space] by Lilly John

CHAPTER 9. GROUP RHYTHM AND GROUP RESONANCE IN KAPR'S WORK The main result of group exercises was group cohesion. Each has acquired a deeper responsibility for each member of the group. There was a very deep division of experience and

author Ilyin Evgeny Pavlovich

15. Motivation and performance 15.1. The strength of the motive and the effectiveness of activity As already mentioned, one of the characteristics of the motive is its strength. It affects not only the level of human activity, but also the success of the manifestation of this activity, in particular -

From the book Motivation and Motives author Ilyin Evgeny Pavlovich

15.1. The strength of the motive and the effectiveness of activity As already mentioned, one of the characteristics of the motive is its strength. It affects not only the level of human activity, but also the success of the manifestation of this activity, in particular, the effectiveness of activity.

From the book Work and Personality [Workaholism, Perfectionism, Laziness] author Ilyin Evgeny Pavlovich

9.2. Workaholism and performance efficiency The managers themselves note that the company needs workaholics, especially in the period of its formation, during the implementation of urgent projects. Being a small group of like-minded people (5-6 people), when organizing a company, managers

From the book Practical Management. Methods and techniques of the leader's activity author Satskov N. Ya.

From the book Psychology: Cheat Sheet author author unknown

author author unknown

From the book Psychology and Pedagogy: Cheat Sheet author author unknown

From the book Dudling for creative people[Learn to think differently] by Brown Sunny